Unit 5 Tutorial questions.
[Link] the following:
1.1 Job design.
Job design distributes all the activities that must be done among well-defined
positions.
Job design specifies the qualifications needed to perform the job.
A well-thought-out job design organises job tasks, duties, and responsibilities
according to the knowledge, skills, and abilities of employees to achieve set
organisational objectives.
1.2 Job profile
A job profile is used by HR professionals to explain the functions of the roles
performed by each employee.
It also notes the education and qualifications required for a specific position.
1.3 Human resource planning
Human resource (HR) planning is the process of systematically reviewing HR
requirements to make certain that the required number of employees, with necessary
skills are available when they are needed (Hamzah, 2017).
1.4 succession planning
Succession planning is an activity that is performed by an organisation to recruit,
develop, and retain employees with different skills and abilities to attain the goals of
the organisation.
2. Match column A and B
A B
1. Career A) A short-term or long-term contract between an
employer and an employee. It is when an individual
performs a set of tasks for an organisation in
exchange for payment.
2. Behavioural Factors B) Employee availability and abilities
Socio-economic and cultural expectations
3. Occupation C) a lifelong journey in which an individual learns
skills and uses those skills and knowledge to gain
experience in a particular field or industry to earn
money.
4. Environmental Factors D)Work nature
Ergonomics
Workflow
Culture
5. Job E) a job that an individual does to earn money without
any significant training, whereas professionals must
undergo special training to perform their work.
6. Organisational Factors F) Autonomy
Feedback
Diversity
Use of skills and abilities
1C, 2F, 3E, 4B, 5A, 6D
Question 3
3.1. State and explain 4 Benefits of Job design.
Employee input: provides the opportunity for employees to vary their tasks
and responsibilities according to their personal and social needs.
Employee training: training employees so that they know their tasks and
responsibilities and how they should be done.
Employee motivation: encourages a feeling of achievement and a sense of
high self-esteem among employees.
Work and rest schedules: this provide clearly defined work and rest schedules
which provides the employee with clarity on the number of hours to be spent
on work deliverables.
Adjustments: ensure that jobs that require more physical energy are aligned
according to job descriptions and specifications, as well as the knowledge and
skills needed to carry out the job
3.2. List and elaborate all 3 Approaches of job design.
The Human Approach:
This approach emphasises designing jobs based on employees and not on the
organisational processes.
The Engineering Approach:
- This approach indicates that the work or tasks of each employee is planned by
management in advance.
-The instructions are sent to each employee describing the tasks to be undertaken.
The Job Characteristics Approach:
-This approach was popularised by Hackman and Oldham (1980).
-According to their approach, there is a direct relationship between job satisfaction
and rewards.
-It is said that employees will be productive and committed when they are rewarded
appropriately for their work.
3.3. List the factors affecting succession planning.
Training
Management
Clarifying the career path
Creating a positive vision
Technological advancements
Flat structure
Financial conditions
3.4. What information should a Job profile contain?
Job tasks and responsibilities
Experience and skills needed to perform the tasks and roles of a job.
Education and qualifications needed for the job.
Physical needs of the job and the environment in which the job will be carried
out.
Reporting level of the job.
Pay or salary structure from low to high.
3.5. What are the benefits of Job profiling?
• The benefits of a good job profile include the following:
• Regularly managing performance of the job
• Correcting and improving performance related problems
• Providing feedback on promotions
• Clarifying succession pathing and development plans
• Addressing problems related to fairness and discrimination
in the processes of the organisation.
• Establishing group and individual training needs
• Drawing up training budgets and planning training
interventions
• Designing jobs and advertisements to attract the right
candidates for open positions.
• Establishing and clarifying pay structures and benefits.
• Providing evidence of fair and unbiased practices in
employment equity
3.6. Who is responsible for succession planning?
The commitment to succession planning starts with top management, led by
the CEO.
Fill the correct term below:
4.…………is an important consideration to ensure that the characteristics of the
employee match the knowledge, skills and attitudes required by the job.
5…………… entails rearranging the tasks and responsibilities of a particular job in
order to make it more stimulating and inspiring for the employee.
6.……… used for recruitment, induction, training needs analysis, job rotation, multi-
skilling, grading, and performance management.
4. Employee and job alignment
5. Job re-design
6. E-job profiling
7. Formulate a table of advantages and disadvantages of:
7.1 Job Simplification
7.2 Job Rotation
7.3 Job Enlargement
7.4 Job Enrichment
7.5 Job re-engineering
The END